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We’ve all experienced situations where someone who was technically an expert did an overall lousy job. How many times has a telephone technician fixed your phone correctly, but showed up hours after the scheduled appointment, tracked mud into your house and rudely handed you a correct bill? Or think about your employees who take unannounced “vacations” on a whim and argue with you about it when they return? Examples such as these are not uncommon in organizations. Fortunately, new research can help identify and weed out candidates with such annoying characteristics even before they are hired.

Do I Really Need to ask These Questions?The leadership development industry has endured the recession. Organizations are reporting a surge in spending to develop leaders. On average, companies increased their budgets by 14% in 2012. According to some estimates, just U.S. based companies have spent $13.6 billion on leadership development in 2012. With such significant investments at stake, it is legitimate to scrutinize the effectiveness of these efforts. Especially because CEOs have expressed serious concerns about having insufficient leadership capability in their organizations.​